Objective 1:
- A workforce representative of the local population.
Goals
- All our staff are enabled to support EDI.
- EDI is a strategic priority for all our leaders/managers.
- Increase inclusion to ensure our workforce reflects the level of people in the general population that are disabled and working.
- Eliminate nulls in our ESR data for disability status.
Strategies
- Develop a Workforce Strategy for an open and inclusive workforce.
- Engage local communities
- Implement a widening access campaign, including an overhaul of recruitment and promotion practices
- Use RA to improve the quality of data in ESR
- To be recognised as a Disability Confident Leader by March 2024.
Aims
- Workforce Strategy in place.
- Monitor Disability in EDI Performance management framework
- Review recruitment process to ensure equitable and inclusive
- Robotic Automation in place and in use
- Action plan linked to Disability Confident Leader in place by December 2023
Measures
- Workforce Strategy in place and launched
- Improvements in all Clinical Boards by 2024 (specifically representative workforce and decrease in null records
- Improvements in the likelihood of being appointed across Clinical Boards
- Zero nulls in ESR for disability status by March 2024
- Achievement of Disability Confident Leaders by March 2024
Objective 2:
- A workplace where all staff can flourish and liberate their potential.
Goals
- Eliminate disabled staff feeling pressure to attend work when not feeling well enough.
- Increase number of disabled staff feeling valued.
- Eliminate disabled staff complaints of bullying and harassment by other staff.
- Disabled staff feel safe and enabled to report harassment, bullying or abuse at work.
Strategies
- Ensure disabled staff feel safe to raise concerns at work and they are enabled to seek support.
- Ensure all staff feel welcome and valued, have support when they need it and have opportunities to develop.
- Include disability in EDI performance management framework to monitor progress.
- Refreshed offer of training – micro aggressions, incivilities, hate crime.
Aims
- Reduction in the number of disabled staff experiencing BH&A from managers.
- Reduction in Disabled staff compared to staff saying that they have felt pressure to come to work, improvements in staff feeling valued
- Monitor Disability in EDI performance management framework monitor progress.
- Training and awareness on micro aggressions, incivilities, hate crime delivered
Measures
- WDES Indicator 4b improved (2023) and sustained (2024).
- WDES Indicator 6 and 7 improved (2023) and sustained (2024).
- Improvements in all Clinical Boards (2024) (representative workforce and nulls).
- WDES indicators 4b, 4aiii and 7 improved (2023) and sustained (2024).
